Before You Say Yes: 25 (26) Questions Every Assistant Pastor Should Ask a Church

Most Young men just take a church blindly because they "feel" like it is the right one. Learn how to better evaluate the opportunity. This approach will save you a lot of grief later on.

Doctrine and Direction

1. What are the church’s core doctrinal convictions, and where might there be diversity among members or leadership?

   
   

   (Purpose: ensures you won’t walk into hidden doctrinal conflicts.)

   
   

2. How would you describe the church’s position on separation and holiness — both doctrinal and practical?

   
   

   (Many assistant pastors stumble here if the senior pastor’s philosophy differs.)

   
   

3. Is there a written doctrinal statement or position paper I can review?

   
   

   (Confirm it aligns with Scripture and your own convictions.)

   
   

4. How are doctrinal disagreements between staff or leadership handled?

   
   

   (This reveals whether unity is biblical or merely enforced.)

Leadership and Authority

5. How is authority structured between the senior pastor, staff, and deacons?

   
   

   (You need to know who holds what power.)

   
   

6. What is expected of the assistant pastor in terms of decision-making and initiative?

   
   

   (Clarifies whether you will be empowered or micromanaged.)

   
   

7. How does the senior pastor view teamwork and delegation?

   
   

   (You are learning leadership style, not just policy.)

   
   

8. If disagreements arise between the assistant and the senior pastor, how are they usually resolved?

   
   

   (Protects future peace and defines channels of communication.)

Ministry Responsibilities

9. What specific areas of ministry will you oversee or develop?

   
   

   (Avoids vagueness like “whatever needs doing.”)

   
   

10. How much freedom will you have to shape those ministries?

    
    

    (Shows whether the church values creativity or simply expects compliance.)

    
    

11. What are the church’s current strengths and weaknesses in outreach, discipleship, and member care?

    
    

    (Helps him see where he’ll need to invest energy.)

    
    

12. How does the church measure faithfulness or effectiveness in ministry?

    
    

    (Reveals whether their philosophy is pragmatic or spiritual.)

Church Health and Culture

13. How would you describe the church’s spiritual climate right now — hungry, weary, divided, hopeful?

    
    

    (This gauges readiness for growth or revitalization.)

    
    

14. What has been the church’s history with previous staff members?

    
    

    (A pattern of short tenures or conflict is a red flag.)

    
    

15. What is the congregation’s attitude toward pastoral authority and change?

    
    

    (Resistance to leadership can make ministry difficult.)

    
    

16. How are criticism and conflict usually handled here?

    
    

    (Tells you about the emotional maturity of the body.)

    
    

17. Request copies of the church’s financial statements — the most recent month, six months prior, and one year prior — along with the current budget, giving trends, and any outstanding debts or major financial obligations.

    
    

    • “Current budget” helps reveal priorities and spending philosophy (missions, salaries, facilities, etc.).

    • “Giving trends” show whether the church is growing, plateauing, or declining financially.

    • “Outstanding debts or obligations” protect the incoming pastor from being blindsided by liabilities.

    
    

Vision and Future

18. What is the senior pastor’s long-term vision for the church?

    
    

    (The assistant must know what direction he’ll be supporting.)

    
    

19. How does the leadership define success in ministry?

    
    

    (Checks for biblical priorities — faithfulness vs. numbers.)

    
    

20. If the senior pastor were to step aside, what is the plan for transition or succession?

    
    

    (Especially vital if this role might lead to becoming the sole pastor.)

Personal and Practical Matters

21. What are the expectations regarding office hours, visitation, meetings, and pulpit time?

    
    

    (Defines workload and rhythm of ministry.)

    
    

22. How often will you have opportunities to preach or teach publicly?

    
    

    (Prepares you for balance between administrative and preaching roles.)

    
    

23. What is the compensation package, and how does it reflect the local cost of living?

    
    

    (Financial clarity prevents quiet resentment.)

    
    

24. What provision is made for continuing education, conferences, or rest?

    
    

    (Shows whether the church values pastoral growth and longevity.)

    
    

25. What are the expectations for my wife and family in church life?

    
    

    (Protects your home and sets healthy boundaries.)

Spiritual Discernment

26. In what ways has the church prayed and planned for God’s leadership in filling this position?

    
    

    (The answer may reveal whether they are seeking God’s man or merely filling a vacancy.)

How to Use This List

• Ask these questions gradually, in different settings — some in formal interviews, others over meals or meetings.

• Record impressions, not just answers. Tone, unity, and spirit are as revealing as words.

• Develop follow-up questions after hearing answers — especially about leadership style, past conflicts, and doctrinal distinctives.

• Finally, pray through the answers before saying yes, seeking both peace and confirmation that your gifts match the church’s needs.

This decision will affect both you and your family — please take time to investigate the opportunity thoroughly. Be aware that certain issues are occasionally minimized or even concealed to avoid deterring candidates; transparency is protective. Make sure you do your due diligence.

Ultimately, the decision will come down to whether you believe that this is God's will for you at this time. Once you make the decision, I encourage you as my pastor did me, "Never doubt in the dark what God revealed to you in the light."

If we can help you further, please feel free to reach out.

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